We design both new performance related pay schemes and revisions to existing schemes following a review of their effectiveness.

From experience we have found that the credibility and effectiveness of such schemes is heavily dependent on the following:

• A robust performance management process

• Managers who provide open and honest feedback on performance and
  are prepared to differentiate between people based on performance

• Consistency of performance assessment across the organisation

• A sound basic pay structure

Therefore our work on performance related pay is often concerned with addressing these issues in advance of any specific design of performance related pay schemes themselves.